What To Do If Your Team Is Underperforming
We recently held a performance management training for a group of managers from one of our client’s company. One of the main questions that they constantly asked was the issue of non-performing teams.
“It is one thing to have an underperforming employee but having a whole department underperforming? It can be extremely demotivating. What would you advise leaders facing this issue?”
Unfortunately, underperformance in a team can be due to several issues. It could be due to poor leadership, individual mistakes, conflict among the team members, lack of communication between leadership and team or amongst team members, lack of motivation, disengaged employees, and much more.
Leadership is not an easy journey, and leading an underperforming team is challenging even for the most influential leaders. However, it can also be an opportunity to make a difference that can impact the team and the whole organization.
So, what can you do when this happens?
1. Identify the Problem
Don’t rush pointing fingers at who may be causing this. At this time, you want to understand what might have contributed to this. Ask for feedback from your team, listen, and observe.
Take time also to understand the dynamics of your team, including their strengths and weaknesses, to know why the results are as they are.
This way, you can comprehend the problem from all angles. It can also help you identify whether it is due to a lack of skills or will.
It is helpful when you want to realize the quick wins you can get from the situation.
2. Set clear goals and objectives
After identifying the possible causes of underperformance, it is time to review the previous goals, see where you went wrong, and then set more precise goals and objectives.
Set SMART goals that connect to the organizational strategy. Once you do this, communicate with your team to ensure they understand the bigger purpose, how they fit in and what contribution they need to add.
3. Empower your staff for success
One of the main issues we identified from the case above was that underperformance starts from an individual level. So, when you point out the gaps, you can train them depending on the skills they need.
Additionally, consider coaching and developing your team. Teach and guide your team; provide guidance when you delegate responsibilities and motivate your team.
I know that coaching is time-consuming, but to have an efficient team, you must find a way to do this. It is good to remember that your team members look up to you for direction, guidance, and feedback.
4. Encourage feedback
As a leader, you may be good at giving feedback to your employees but not encouraging feedback.
Create an environment where your staff can provide feedback on areas that can be improved or where things are working. It will also help you know whether you are on the same page.
As a leader, you will get to analyze if your department understands what you require of them and what level of engagement each staff member requires.
5. Be prepared to make tough decisions.
Will you take these steps to improve, and some of your staff will still not deliver? Yes.
However, part of the job is holding your staff accountable for specific deliverables. You want everyone on the team to pull their weight to contribute to the organization’s success.
You do not also want such team members to drag down the rest of the team; thus, you must let them go.
However, you have to ensure that you follow the proper termination process of the employee to avoid litigation.
Conclusion
The above tips can be helpful if you are facing this issue. However, remember that this process requires an investment of your time and resources; thus, persistence and consistency are crucial if you want to succeed.
If this is an issue you are struggling with, consider reaching out to us for our HR Consultancy Services, and we will help.